When I first became interested in engagement as a research focus, I was curious about what makes people show up at work and give their best—not because they have to, but because they want to. Then the pandemic hit, and with remote work becoming the norm, I realized a new dawn befell the world of work and I was even more curious to address the knowledge gaps. Why? Because remote work creates a different context from the traditional office. It was not clear if the same strategies that drive engagement in the office would work remotely. And even if they did, I wanted to uncover any nuances or surprises that research might reveal.
What I found corroborated as well as went beyond existing theory. The insights revealed can help leaders drive productivity, performance, and well-being, no matter where your team works. If your team is in an emerging market, you will find the insights even more applicable. Here’s what every leader of a remote or hybrid team should know.
1. Lifestyle Benefits: Flexibility is Just the Beginning
We’ve all heard about remote work offering flexibility and work-life balance, but it’s more profound than that. For many remote workers I spoke to, it wasn’t just about controlling their schedules—it was about regaining time and improving their quality of life. One participant shared how skipping long, frustrating commutes in Lagos transformed their day. “I’m more productive because I’m not rushing to catch buses or get stuck in traffic,” they said.
But flexibility can also be a double-edged sword. Several participants admitted that the blurred boundaries of working from home caused them to work late into the night without even realizing it. As leaders, it’s essential to set clear boundaries and encourage people to disconnect after work hours. Balance isn’t automatic—it’s something leaders need to actively support.
2. Technology: The Backbone of Remote Work
Technology is the silent engine that keeps remote work moving—or grinds it to a halt when things go wrong. For Nigerian remote workers, access to stable power, reliable internet, and effective digital tools is a daily battle. One participant recalled how, during a power outage, they had to work out of a neighbour’s house. Another remote worker reported joining a US-based client Zoom meeting with a torchlight when power and backup power supply failed.
When technology fails, engagement dips. Interruptions, frustration, and a sense of disconnection take over. Organizations that want to maintain high engagement must invest in more than just laptops. Financial allowances for power and data, backup power solutions, and collaboration tools should be non-negotiable. Remote workers shouldn’t have to struggle with basic infrastructure. In remote work, the provision of technology and tools to work and collaborate should be a business responsibility not an employee one.
3. Leadership and Management: Trust, Support, and Clear Policies
Leadership in a remote setting requires a shift in mindset. My research revealed that leaders who trust their teams and give them autonomy drive higher engagement, while micromanagement kills it. One participant said, “When I feel micromanaged, it’s like being ‘witch-hunted,’ and I disengage.” Leaders need to focus on outcomes, not hovering over tasks.
But it’s not just about leadership style—it’s about HR best practices. Remote work policies, performance expectations, and clear guidelines on things like meeting etiquette provide structure and clarity. HR policies also need to address well-being, onboarding, and performance monitoring. Leaders who focus on creating supportive environments will see higher engagement and better results.
4. Relationships and Communication: Connection Beyond the Screen
One of the biggest challenges of remote work is isolation. The lack of daily human interaction affects even the most introverted employees. One participant said, “Sometimes I feel down for no reason,” while another admitted that losing close colleagues to staff turnover made their work feel less fulfilling.
To combat this, communication must be intentional and frequent. Yes, more intentional than in traditional office environment. Organisations that do this well use everything from regular team check-ins to virtual bonding activities. One company even implemented a virtual “praise feature,” allowing employees to give public shoutouts for great work. These small but thoughtful efforts help remote workers feel seen and connected.
5. Work Design: The Power of Meaningful and Fun Work
This was one of the biggest surprises for me during the research. I knew meaningful work was important, but I didn’t expect to hear how much fun work also mattered. Yes, people want jobs that challenge them and align with their values, but they also thrive when there’s room for enjoyment.
Participants who had access to fun activities—like virtual games or light-hearted Friday meetings—reported higher engagement. As one participant said, “When we played games during meetings, it made a difference. It broke up the routine and kept us energized.” Fun isn’t a distraction; it’s an engagement tool leaders should lean into.
6. Personal Factors: Discipline, Motivation, and Life at Home
Not everyone thrives in a remote environment, and that’s okay. Self-discipline and motivation are key, but they’re not evenly distributed. As one participant put it, “Some people are great, but they’re not great by themselves; they can’t be disciplined on their own.” Remote work favours those who can manage their time and stay focused without constant supervision.
Family interruptions and side hustles were also common themes. One participant explained how they sometimes shifted their focus to a side business or had to take breaks to care for a sick child. Leaders should provide flexibility while recognizing that personal commitments are a part of life, not an excuse for disengagement.
7. Physical Environment: Comfort Affects Performance
The workspace matters—more than many people realize. When remote workers have comfortable chairs, good lighting, and quiet environments, they’re more productive. One participant shared how investing in an ergonomic chair helped them avoid back pain and increased their ability to stay focused.
But this isn’t always easy, especially in regions like Nigeria, where infrastructure can be a challenge. Whether it is cramped living spaces, noisy neighbourhoods, hot room temperatures, living conditions differ from person to person, unlike the office environment where there is a standard. Organizations that recognize this provide support, from stipends for home office setups to encouraging employees to work from alternative locations like co-working spaces. As leaders, we need to ensure that physical environment issues aren’t creating barriers to engagement.
Final Thoughts: Engagement is Everyone’s Responsibility
If there’s one thing my research made clear, it’s that engagement in remote work doesn’t just happen on its own. It’s a shared responsibility between organizations, leaders, and individuals. When leaders provide the right tools, create supportive policies, and foster meaningful connections, the results are clear—higher productivity, better performance, and happier employees.
Remote work isn’t going anywhere, but how we engage with it will define our success. Are you ready to lead the way?
Do share your biggest challenges or any strategies that have worked well?
#RemoteWork #Leadership #EmployeeEngagement #WorkFromHome #FutureOfWork
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